A sample page of the actual document
A new starter induction that is actually done, not just signed off, prevents two kinds of expensive failure: legal exposure (a £45,000 to £60,000 illegal-working penalty, an unfair dismissal or discrimination claim, an ICO breach, an HMRC tax-records penalty) and operational failure (someone who cannot evacuate the building, cannot log in for three days, or hits month five of probation with no documented reviews). Each item below names the document, the number or deadline, and the action, so it can be ticked off and evidenced.
Home Office, Employer's guide to right to work checks (26 June 2025 edition); civil penalty figures of £45,000 first breach and £60,000 repeat breach in force from 13 February 2024. Employment Rights Act 1996, s.1 (written particulars, day one since 6 April 2020). Employment Rights Act 2025: trade union right-to-join statement (regulations planned October 2026); unfair dismissal qualifying period reduced from two years to six months, in force 1 January 2027; Statutory Sick Pay reform (no waiting days, no lower earnings limit) in force 6 April 2026. HMRC Starter Checklist and PAYE record-keeping guidance, 2026/27 (records kept three years, penalty up to £3,000). Regulatory Reform (Fire Safety) Order 2005 (SI 2005/1541). Health and Safety (Display Screen Equipment) Regulations 1992 (SI 1992/2792). UK GDPR and Data Protection Act 2018; ICO breach reporting within 72 hours. Working Time Regulations 1998 (5.6 weeks statutory holiday). GOV.UK and Acas guidance on self-certification and fit notes (fit note required after more than 7 calendar days).
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What’s on it
Everything that matters, nothing that does not. Here is the full list, exactly as it appears on the template.
Good to know
The Section 1 written statement has been a day one document since 6 April 2020, but a second day one document is coming: under the Employment Rights Act 2025, employers will have to hand every new starter a separate written notice of their right to join a trade union, given at the same time as the Section 1 statement. The government plans to bring this in from October 2026, so an induction pack that only contains the Section 1 statement will be incomplete once it starts. Build the slot in now rather than retrofitting it across every hire later.
Source: Home Office, Employer's guide to right to work checks (26 June 2025 edition); civil penalty figures of £45,000 first breach and £60,000 repeat breach in force from 13 February 2024. Employment Rights Act 1996, s.1 (written particulars, day one since 6 April 2020). Employment Rights Act 2025: trade union right-to-join statement (regulations planned October 2026); unfair dismissal qualifying period reduced from two years to six months, in force 1 January 2027; Statutory Sick Pay reform (no waiting days, no lower earnings limit) in force 6 April 2026. HMRC Starter Checklist and PAYE record-keeping guidance, 2026/27 (records kept three years, penalty up to £3,000). Regulatory Reform (Fire Safety) Order 2005 (SI 2005/1541). Health and Safety (Display Screen Equipment) Regulations 1992 (SI 1992/2792). UK GDPR and Data Protection Act 2018; ICO breach reporting within 72 hours. Working Time Regulations 1998 (5.6 weeks statutory holiday). GOV.UK and Acas guidance on self-certification and fit notes (fit note required after more than 7 calendar days).
Good to know
A new starter induction that is actually done, not just signed off, prevents two kinds of expensive failure: legal exposure (a £45,000 to £60,000 illegal-working penalty, an unfair dismissal or discrimination claim, an ICO breach, an HMRC tax-records penalty) and operational failure (someone who cannot evacuate the building, cannot log in for three days, or hits month five of probation with no documented reviews). Each item below names the document, the number or deadline, and the action, so it can be ticked off and evidenced.
The Section 1 written statement has been a day one document since 6 April 2020, but a second day one document is coming: under the Employment Rights Act 2025, employers will have to hand every new starter a separate written notice of their right to join a trade union, given at the same time as the Section 1 statement. The government plans to bring this in from October 2026, so an induction pack that only contains the Section 1 statement will be incomplete once it starts. Build the slot in now rather than retrofitting it across every hire later.
The PDF downloads the moment you check out, prints sharp in black and white, and opens on any phone. It is reviewed for August 2026 and you get any future update free when the official guidance changes.
A weak handover is the most common root cause of medication errors, choking on the wrong diet texture, missed post-fall checks, and pressure damage that goes unwatched. A sheet that names the specific person, number, and action passes information the next shift can act on immediately, and it is the record CQC reads back when something goes wrong.
Onboarding done right keeps the business clear of an illegal-working civil penalty (up to £60,000 per worker), of tribunal claims for a missing written statement or unlawful pay deductions, and of the early attrition that hits when someone leaves inside 90 days because day one was a mess. This is the order an onboarder actually works through, from legal must-dos to the things that make a new starter productive.
A good SOP template stops two failures: staff doing the same task differently because no one wrote the steps down precisely, and auditors raising nonconformances because the document is missing the control information (version, owner, approval, review date) that ISO 9001:2015 Clause 7.5 expects. Build the template once and every SOP your office produces will be usable by a new starter on their second shift and able to survive an audit.